What is self-leadership
Self-leadership means that each individual is responsible for solving problems and completing their tasks, regardless of their title in the company. It may sound so simple, but some organizations build in a control function where the manager wants to check that things get done. Instead, each employee should be trusted to do their tasks and ask for help when needed.
It needs to come from the leadership
Self-leadership is not self-evident and needs to permeate the entire organization. If managers at all levels show and reward self-leadership, it spreads and employees will feel confident in taking initiative and solving problems.
The leader’s most important task is to be clear about the company’s goals and direction, as well as the framework within which an employee can act. You may also initially need to help the employee set their own goals and prioritize to support self-leadership. Together, you can continuously evaluate what went well and what you need to develop in order to reach the organization’s long-term goals.
Why is it important?
In concrete terms, it is impossible for a manager to always check on all their employees in detail, it only creates stress and pressure and makes employees feel controlled. But when you talk about and promote a self-directed way of working, you ensure that each employee takes responsibility and solves problems that arise in their daily work. This, in turn, makes employees feel that their skills are important and it creates space for employees to resolve issues among themselves. The organization becomes more efficient and productive.
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